Defensible employee exit without the blowback
A clear plan that moves now and keeps operations steady. Because the post-conference DMs from your nonperformer are unhinged.
The goal is simple:
Exit the employee quietly and defensibly. Get a practical plan that sets timing, locks evidence, delivers manager scripts, and frames an investor safe narrative. The result is a calm process, a clean record, and a release strategy that fits the facts.
No lectures and no legal theater. A Defensible Employee Exit Plan provides clear steps, maintains privileged communications, and supplies ready to use documentation so leadership can move now without adding noise.
FAQs
Is at will enough to terminate an employee
No. At will allows separation without cause but does not block discrimination or retaliation claims. The plan, maps, and facts identifies risk and aligns documentation with the decision
Will my coach/mentor be included in the process
Not at the start. Privileged calls remain between client decision makers and counsel. Coaches can be looped in after the plan and scripts are issued
How fast can a matter like this begin
Same day response is available. Expect to outline dates, roles, any prior complaints or accommodations, and where messages live such as Slack, social, or email. Rush matters may carry a premium
Will this become a public fight
The plan favors calm steps, clean records, and investor safe communication. Options include severance and release execution that reduce noise and preserve dignity
Are multi state teams supported
Yes. Remote teams create conflicting rules. The plan normalizes risk and provides clear guidance without turning public copy into a state by state patchwork
Why NOW
Because lawsuits don’t send calendar invites.
Sloppy sequencing turns performance management into retaliation claims. A precise timeline and documentation shut down that pivot
Screenshots outrun memos
Chats and social posts spread fast and never forget. Evidence control and access locks come firstn then the conversation
Privilege requires the right room
Coach notes and casual docs are discoverable. Keep the plan inside attorney client privilege from the first call
At will is not armor
Thin or late documentation invites dispute. A defensible path makes the decision look like leadership not panic
Investors prefer boring over brave
Quiet exits protect confidence and runway. Cleaner facts beat louder messaging every time
Treaty Oak Legal provided expert and discreet assistance with a sensitive internal matter. Their strategic counsel helped us navigate the situation professionally, safeguarding our business interests. Excellent employer-side firm - thank you for all your help!
Anetta H. Paver
Great law firm! Very professional, friendly, easy to talk to and genuinely care about their clients. I highlly recommend them.
Betty Wollmann
Working with Treaty Oak Legal was amazing. Everyone we worked with was extremely knowledgeable and patient, ensuring we understood every aspect of our case. We highly recommend them for their expertise and clear communication!
Meagan Fritts
See Why Founders Call Treaty Oak First
Get a plan built to exit an employee, not a memo
Invested
- Rapid fact pattern capture with a usable risk map
- Investor safe summary that explains the path without spin
- A decision tree with yes or no steps for every branch
- Manager and witness scripts that can be delivered today
Privilege and evidence control from minute one
Landmines
- Legal hold guidance for Slack and social artifacts
- Access and permissioning sequence that prevents data leaks
- Documentation packets that are easy to assemble and present
- Release strategy options that match business goals
Operator grade guidance that respects time and attention
Bespoke
- Direct answers in plain language
- Predictable scopes for discrete phases
- Single point decision making for speed and clarity
- Post exit hardening available once the emergency is contained
Multi state hygiene that reduces confusion not confidence
Straightforward
- Quiet policy fixes that match where people actually work
- Wage and hour hygiene for real roles not hypotheticals
- Noncompete and confidentiality strategy to protect know how
- Manager training to keep the next exit off the radar
Why Founders Choose Treaty Oak
Boring exits beat bold headlines
Calm steps clean evidence and a process that does not blow up the sprint
Urgency without fantasy
Speed and defensibility are balanced against real tradeoffs so no one is promised fast cheap and certain
Operator fluency
Scripts sequencing and communication templates that leaders can use without legal theater
Investor safe narrative
Clear internal and investor facing messaging that shows control and judgment
